Underrepresentation in Tech Leadership

The lack of female representation in tech leadership roles limits mentorship and advancement opportunities for women in generative AI. Encouraging diversity in leadership through quotas, inclusive hiring practices, and promoting women's networks can help address this imbalance.

The lack of female representation in tech leadership roles limits mentorship and advancement opportunities for women in generative AI. Encouraging diversity in leadership through quotas, inclusive hiring practices, and promoting women's networks can help address this imbalance.

Empowered by Artificial Intelligence and the women in tech community.
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NEELIMA MANGAL
Global Head of Delivery Management, Engineering | CoFounder at AI360Express

Women in generative AI confront a number of challenges, including opportunities that are limited and gender bias in models. We need diversified datasets, women in model development, diversity in AI, and increased funding and assistance to overcome challenges.
Fostering a stronger community and overcoming obstacles along with other women in the profession is one piece of advice that has been helpful.

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Irsa S
Social Media Manager at WomenTech Network

It’s also important to focus on retention, as many women leave mid-career due to limited growth opportunities or lack of support, which further narrows the leadership pipeline.

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Mehwish Mushtaq
Director of Engineering at Interstella

Totally agree! Representation matters. When women lead, doors open for mentorship, growth, and innovation. Inclusive hiring, leadership programs, and strong women’s networks are not just nice, they are necessary for a thriving AI ecosystem.

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Claire Mironij
Change and Test Manager at Aston University

Leading with Empathy in Tech: Why It’s Time We Redefine Strength

For a while, I questioned what that meant. Was it a weakness? Was it something I needed to dial back to fit the mould of what leadership is supposed to look like?

But over time, I’ve come to realise something important leading with empathy and emotion is not something to be ashamed of. It’s one of my greatest strengths.

I lead with my heart. I put people first. That comes from a place of care, kindness, and a genuine desire to understand others.

Great leadership isn’t about a single style or approach. It’s about recognising that people are different and adapting how we communicate, support, and empower them. When we take the time to understand individuals, we create environments where people feel safe, valued, and able to thrive.

When we step back and really look at it, many of these qualities — empathy, emotional intelligence, people-first leadership — are often strengths we see in women leaders.

That’s why it’s so important we recognise that women can lead differently… and that different doesn’t mean less.

RIght now, we still have a significant challenge.

Only around 5% of the industry is made up of women.

In a sector driven by innovation, creativity, and new ways of thinking, we are still not getting gender balance right and that should make us pause.

If we want better outcomes, we need diverse perspectives.
If we want innovation, we need inclusion. Thats why having all male leadership teams and leaders with the same world view rareley can path the way to innovation.

That means we need to do more not just to attract women into the industry, but to retain them, support them, and create environments where they can succeed as themselves.

For me, change starts with intention.

It’s not just about recognising the problem — it’s about actively doing something about it.

One step I’ve taken is creating a diverse hiring toolkit for my team. The goal was simple: to improve how we recruit, challenge bias, and build a more inclusive and consistent approach to hiring. It’s about embedding best practice, not leaving inclusion to chance. Its a way to give my team everything they need so we can improve gender balence across the department.

There are still barriers...

One that I personally resonate with is the lack of visibility and recognition. There have been moments where I’ve felt overlooked or where the work I’ve put in hasn’t been fully seen or acknowledged and that can be incredibly disheartening.

Visibility matters. Recognition matters. Feeling valued plays a huge role in whether people stay and grow within an industry.

So if we’re serious about change, we need to look at the full picture:

How we lead

How we hire

How we recognise and support people

How we create space for different leadership styles to exist and succeed

Empathy is not a weakness.
Emotion is not something to suppress.

They are powerful tools — and when used well, they create stronger teams, better cultures, and more inclusive workplaces.

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Amarachukwu Eze
Founder & Lead at DataHER Africa

I’ve seen firsthand how hard it can be to picture yourself in a leadership role when there are so few women at the top. Having more women in tech leadership isn’t just about fairness; it creates mentors, role models, and networks that make it easier for the next generation to thrive.

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